Use this step by step explanation to craft a good employee performance feedback review for a child care worker. Find the right words with quality phrases.

A child care worker carries out the role of ensuring that the children brought to him/her are taken good care of while their parents are busy handling other issues. They care for the children needs that include; feeding, teaching them how to read and write, bathing and then helping them with their homework.

In addition, to the primary function, they can also do the following; supervise and monitor the safety of each children under their care, maintain proper hygiene for the children, design and implement good routines for the children to take part in and keeping the day to day records of each child for the parents to have a look.

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

Rating Meaning

The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies.

1

Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results.

2

The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work.

3

Supervisor's Feedback

Skill

Comments

Rating

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Can be counted on to give the very best under all circumstances

Automatically works extra hours to get all the work done within the set deadlines

3

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Learns to say "no" when there is need to do so, and goes with what is right

Decides on wording; thinks through not only about what to say, but how to say it

3

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Limits distractions by trying to work in an area that is conducive to focus and concentrate

Maintains a schedule; sets aside a certain amount of time and to devote to specific tasks and projects

3

COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization.

Comes in early and stays late in order to complete a project or task on time

Trains and takes online courses in order to improve one's own skills in a way that best serves the company

2

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Checks things off as one goes to make sure one does not miss anything and reviews the work after it is done

Is attentive to one's tasks and avoids making the bosses ask one to do something more than once

3

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Demonstrates clear understanding of the overall company- its goals, function, competition, purpose, etc.- that increase one's interest and commitment

Always presents oneself in a way that is consistent with the good image the company wants to portray to the public

3

PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish.

Takes responsibility for prior mistakes and works on ensuring that such mistakes will not happen again in the future

Remains positive and optimistic even when everything is not working or when a project does not meet expectations and urges others to do the same

2

USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.

Tries new things in order to give oneself an opportunity to learn, make mistakes and experience from them

Takes the time to read and gather information that will help one to form reasonable opinions and make valid decisions

2

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Determines appropriate measures, prioritizes, and coordinates these measures for oneself and for project members in order to achieve the project goals

Identifies, analyzes, and prioritizes both internal and external project issues and develops mitigation plans

3

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Streamlines own workload and focuses on one task at a time in order to increase own efficiency and the amount of work produced

Sets realistic, attainable goals and regularly tracks their progress in order to know what level one is currently working at and what level one needs to be

3

Self Evaluation

Self Evaluation Question

Employee Comments

DEPENDABILITY:

Do you give excuses instead of doing what is right?

Are there areas you have not showed or practiced dependability that you need to change

[employee comments]
ASSERTIVENESS:

Is there a time you had to effectively "read" another person in order to guide your actions based on your understanding of their individual needs?

How often do you encourage your colleagues to get into groups in order to make decisions that should be made jointly?

[employee comments]
ATTENTION TO DETAIL:

Is there a time you identified an error that had been overlooked by a colleague? What did you do to fix it?

Can you describe a time when you were able to produce quality work when under pressure? How did you go about ensuring the quality of your work?

[employee comments]
COMMITMENT TO THE JOB:

Are there instances in which you anticipated problems, and you were able to suggest solutions and influence a new direction?

Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals?

[employee comments]
FOLLOWING DIRECTIONS:

Can you give an example of a time when you were able to demonstrate your ability to follow instructions?

Is there a time you have had a conflict with a customer or colleague due to not following simple instructions? How did you resolve the conflict?

[employee comments]
PERSONAL ACCOUNTABILITY:

Give an example of a time when despite carefully planning, things did not turn out as expected or went out of hand. What did you do?

Would you rather design procedures and plans or implement/manage them? Why?

[employee comments]
PERSONAL DRIVE:

What personal and career goals have you set for yourself? What are you doing to make sure that these goals are accomplished?

If you were asked to supervise your colleagues, how would you interact with them in order to help them find their personal drive?

[employee comments]
USING COMMON SENSE:

How have you used common sense at work to meet your goals? Give a specific example when this happened

How do you go about making decisions? How do you calculate your next action when solving a problem?

[employee comments]
PROJECT MANAGEMENT:

What communication plans have you used to convey an important message to your team? How have you confirmed the accuracy of information received or sent?

How do you make sure that you and your team deliver a project on time or exceed customer expectations?

[employee comments]
QUANTITY OF WORK:

Describe how you schedule tasks in a normal work day. What kind of tasks do you reserve for when you are most productive?

What do you think can be done differently to improve the overall productivity of your company?

[employee comments]

Summary

Sections 1-4: To be completed by the supervisor

Section 5: To be completed by the employee

1. Exceeds Job Related Expectations

2. Areas to improve

3. Goals completed since last performance feedback

4. Goals for next period

5. Employee comments

Signatures

I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal.
Employee: Date:
Supervisor: Date:
Human Resources: Date:
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